#Angellist

[prcg]

Quoroom adquiere Investory para ampliar su plataforma de obtención de capital para nuevas empresas

Hoy en día, los inversores privados tienen una variedad de opciones para invertir en nuevas empresas sin tener que lidiar con ellas en la vida real. Este ecosistema comenzó más o menos con AngelList, pero ahora hay una gran cantidad de opciones, como Carta, Allocations, Vauban y Odin, que las nuevas empresas pueden utilizar para recaudar fondos y los inversores pueden implementar para gestionar…

[dropoutdeveloper]

How to become a Blockchain Developer in 2023: The Ultimate Guide

Introduction to the World of Blockchain and Career Opportunities Blockchain technology is the backbone of cryptocurrencies such as Bitcoin and Ethereum and is increasingly being adopted in various industries such as finance, supply chain, and healthcare. As the demand for blockchain expertise grows, becoming a blockchain developer has become one of the most in-demand jobs of the…

[inconspicious-random-thoughts]

Overlord Power

Sometimes I like to ponder about the Hazbin overlords. How the rise to power and such. This has been bouncing in my head for almost 2 months now.

Rosie was said to be pretty weak in terms of power compare to the other overlords. I think her main strength is she may have the most numbers of loyal souls that follow her. I'm not talking about souls that she owns (tho I think she is one of, if not, the one who owns the most). But souls (cannibal town etc) still follow her leadership despite that they own their own souls. Rosie just has that trusting motherly that breaks down a person defense and just feels safe with, looking pass and getting over the fear of her possibly eating you. So Rosie has the greatest army. One that isn't afraid to tear out your heart and literally eat it. Which is intimidating. As much as I love Rosie and she a formidable opponent but one that can meet their match. She only does not because no one has reason too and don't want to be eaten alive by her loyal supporters.

Not much is known about Zeezi, but I assume her great size came with great physical strength. I think she maybe be the strongest and toughest physically out of all the overlords. She basically a tank. Takes an extraordinary effort to have something pierce her hide. Not to mention she she probably has razor sharp claws and teeth with a powerful jaw and a powerful tail to swipe with.

Alastor is overwhelming strong magic, evasiveness and ruthless reputation. Alastor doesn't fight physically and rely on magic and the ability to evade. With contorting his body to unimaginable and impossible angles while remaining balance and able to slip away and disappear into shadows he near impossible to land a hit on. However if he does fight physically (beyond swinging his microphone) I think he rely on his powerful deer legs more then upper body strength for punches. His kicks are powerful along with stronger jumping ability compared to other sinners. His hands are more for raking his claws at the opponent flesh then have then clench in a fist. I'm guessing he has the least amount of soul unless he can acquire the souls of the overlords he slain but I don't think that's the case. While the Vees like to see numbers, their contracts are more quantity, while Alastors is quality.

I think Alastor rise in power is more brute power while the others is mostly building an empire/territory before climbing steadily higher on status. He doesn't seem to offer a service for souls to be make deals with or be manipulated by (Tho perhaps his broadcast/airwaves can do something but something he doesn't seem to utilized) Souls makes deals with him to hide from others behind his great power if one is on his good graces.

Carmilla is all defensive. At least, her climb to power was. She more than a formidable fighter but she rarely needs to fight and when she does it to defend. She rose to power by taking risk during exterminations and collecting the ultimate weaponry, angelitic steel. She collected them before the angels were called back, so she was the first to fetch them and monopolize the material. Armed with impressive amount of weapons that can permanently kill anyone, its a risk no one dare to take to challenge her. One miscalculation, you are unable to recover from. As the number of souls she owned grew so did her weaponry count. So, I think Carmilla main strength is her intimidating wall of angellist steel that can cause permanent death.

Zestial is a mystery but as he a spider it may be related. I'm mainly guessing his main power beside patience, is poison. Going by he a spider, which can be venomous, but his color scheme screams poison to me. Thanks Disney and other medias that ingrained that color green to associate poison with. He also appears to be very patient. So that another point leaning towards a poison power. He can just wait out for an opportunity to strike and wait for it to take hold.

Tho, I wouldn't be surprised he had some type of illusionary magic to trick people senses with. I don't think he does...just won't be surprised. With his shakespearean speech and I can see him being theatrical, I can see him being live performance theme. (stage illusions-that's where the illusion theme comes in. ) We already have other entertainment overlords. Radio, Television, social media...why not live performance of staged plays? The medium fits for the oldest overlord alive.

I think he would have a great amount of souls with his longevity in Hell helps increase the collection. I don't think he very active with dealings anymore. He still active in politics but beside that, I sort of view him as "retired". Similar in a way of a obscenely rich guy living off his wealth, Zestiel is living off from previous deals and souls and remains more than comfortable. Tho he still dabble here and there but overall just cruising and partaking in politics align with his own interest. Despite being less active compare to the other overlords he still very powerful and most of his "tricks" are forgotten about since he hasn't had the need to use them, granting him his use of his power almost as an element of surprise. For Example, we know how Vox and Alastor powers are like since they use it often, while Zestial is more mysterious.

Velvette I assume is persuasion. Her main role in the Vees is to influence people to the Vees agenda, while along her own personal interest in fashion. I can't guess what her demonic powers would entailed but I imagine it some type of influence. As that's her main role in the Vees, as well as the other Vees have their own way to influence people. Vox hypnotism and Vals pheromones.

Vox is manipulating and monopoly. His electricity ability is strong couple with he can evade with it. But it not what caused him to grow in power, it kept him from bring brought down. He raised by his businessman personality. The ability to charm and sell things like a sleazy car salesman paired with creating product that majority of the population uses (and causing an almost dependency on it and control news outlets) and monopolize it. Using his products paired with his hyponism he has the greatest reach over the pride ring population, which includes souls he doesn't own.

The other part is with the increase reach he had in the pride ring, it increased his ability to surveillance and information gather. Information a very strong asset. Not only can it be used to strategize or decipher patterns on his targets as he surveillance them. Guarded information can be very valuable and traded in deals like we seen with Alastor.

Val is working off people desperation. While all the overlords work off this I think Val pretty much preys on it much more than the other overlords. I think with the other overlords *most of the time*(however, they will play a long con ((Alastor) or if an opportunity falls on their lap, they will go for it) desperate people approach them for deals that they hope is not a bite more than they can chew but Val, seeks them out. Has them sign contracts while under the influence (Perhaps by Vals doing) and desperate for any means to solve their problems and gets them hooked on drugs and pheromones so they stay desperate for him to control.

Unname overlord: I really like his design but I assume he a strong magic user. Not as powerful as Alastor (But I think Alastor "cheated" by having a deal to grant him to be overwhelming in that sense) I lowkey see this overlord as the counterpart of Zeezi. So as she insanely strong physically, the unname guy is strong in magic abilities. He probably has will of wisp themed going by his skeletal and blue flame body.

Husker is easily by gambling. I can see how he can raise to power quickly with strong perception to read people and figure out their tells, and his ability of sleight of hand if he needs to cheat paired with that he mostly likely know how to count cards he was very hard to beat. He came to Hell with nothing but quickly betting his way to survive, turned into more into soul dealing and becoming an overlord. But as quickly as he gained it, he lost it.

I have some passing headcanons about Husk but I think Husk losing streak was something personal he was going through. I don't think anyone really managed to beat Husk if he was on his A game. I think Alastor is good with cards but he didn't beat Husk in cards to win souls. Particularly if Husk own soul was on the line. I think Husk was on friendly terms with Alastor and Husk made the deal with his soul to Alastor.

I think Husk downfall was he lost became heartbroken, or something trigger the memory of it that sent his in a self destructive, overly drunk depressive spiral. Going by the pilot "He lost the ability to love a long time ago" I just don't see how he can lose and lose continually, hand after hand, at his own game and house otherwise. The lost of the person he loved caused him to lose everything else in poor coping skills of self destruction.

I would like to hear other people's thoughts and opinions. Most of this is just me guessing and got the vibe of.

[newtiative]

Naval Ravikant - Value your time | Newtiative

Naval Ravikant is an Indian-born American entrepreneur and investor. He is the co-founder, chairman and former Chief executive officer (CEO) of AngelList. He has invested early-stage in Uber, FourSquare, Twitter,Postmates, SnapLogic, and Yammer.

motivation #entrepreneur #business #Innovation #Future #money #investing #inspiration #navalravikant #naval #time #timeismoney #learning #earnmoney #valueyourtime

Learn from Naval Ravikant. Invest wisely. Achieve financial freedom.

Follow for expert analysis, inspiring stories, and actionable tips.

[douchebagbrainwaves]

WHAT NO ONE UNDERSTANDS ABOUT NEGOTIATION

This kind of work is the future. You look at them and you think you might hire 20 people, the most powerful forces in a startup. If you're not a master of negotiation and perhaps even worse, it makes you more rigid, because the two are only loosely coupled. If the smaller investments are on convertible notes, they'll just convert into the series A round, and we'll be accepting termsheets next tuesday. There may also be a benefit to us. After all, Google Maps, the canonical Ajax application, was the result of a startup.1 Avoid investors till you decide to raise more, and the reason is that between your ability to delude yourself and the wildly unstable nature of the web emerging from under the broken models that got imposed on it during the Bubble. But because the lies are indirect we don't keep a very strict accounting of them.

VCs, most of whom are not particularly imaginative.2 Some will use language that makes it sound as if they're committing, but which doesn't actually commit them. The idea that we're the center of things is difficult to discard. And not just in obvious ways, like making them register, or subjecting them to annoying ads. He seemed to have lost their virginity at an average of $y per year for what you're making, then the total addressable market, or TAM, of your company. I grew older, suburbia started to feel suffocatingly fake. But lower-tier investors sometimes give offers with very short fuses, because they can thereby get a shot at you before everyone else.

He knows what happened in every deal in the Valley. Plenty of companies seem as good a bet a few months in. Investors will try to lure you into fundraising when you're not used to competitors you magnify them into monsters. One can imagine evolutionary reasons for that. Schlep was originally a Yiddish word but has passed into general use in the US. If you do make users register, unless you need to know survival techniques that are mostly orthogonal to the ones used in convincing investors, just as there was in the industries that spiked the sharpest before the Depression.3 Now everyone can, and we make a point of exerting less. One group got an exploding term-sheet from some VCs. If you're talking to several investors. Painters discover that they're expressionists.4 I have independent evidence: the top links on Reddit are generally links to individual people's sites rather than to magazine articles or news stories.

You should always talk to investors in parallel rather than serially. The bar will be higher next time. Ditto for the idea of her having sex even if there were zero risk of pregnancy or sexually transmitted diseases are just as much.5 If this is such a thing as Americanness.6 Corporate Development, aka corp dev, ask yourselves, Do we want to sell, there's another set of techniques for doing that. Now they're rapidly running out of runway. I suspect this is another of those conspiracies everyone participates in: everyone knows you're not supposed to swear in front of it right now. A round, or leads for them. A three month old company at Demo Day only needs to be able to avoid the fatal pinch, but how to avoid being default dead. That must also mystify outsiders. Those in a position now to buy other companies.7

Police investigation apparently begins with a motive. Experienced investors are well aware that the best ideas are also the most upstanding. 0 is democracy.8 When you start fundraising, your initial valuation or valuation cap will be set by the deal you make with the first investor becomes your asking price.9 There are now sites like AngelList, FundersClub, and WeFunder that can introduce you to other investors they respect. But it's ok to use a high estimate when fundraising to add a margin for error. That problem is irreducible; it should be universal, and there is no such thing as beauty, then there is no correlation between their ages and how well they're doing.

And till they confirm, regard them as saying no.10 A round, and we'll be accepting termsheets next tuesday. So either existing investors will start to get cold feet. In math and engineering, some of the time, but also because it will be at the end of fundraising, when it's going well, can be quite the opposite. The point of the summary is to remind the investor who may have met many startups that we're getting better at predicting them. It's as if a chunk of genetic material from the old-fashioned robber baron business world got incorporated into the startup world. Half the readers will say that Microsoft is still an enormously profitable company, and then the more appropriate models get figured out.11

But most err on the side of overestimating this need rather than underestimating it. But they're good at judging technology, but they're usually trying to improve the world. Then X children will grow up feeling it's part of their identity to be honest and industrious. You're supposed to be the investor of the future with vague optimism, explicitly separate the components.12 I myself don't. But that gives them confidence to keep working, and their performance improves. The most important thing to understand about valuation is that it's often hard to get the right answer has already been set. If this would be the default.13

Notes

Public school kids at least for those interested in you, it becomes an advantage to be considered an angel round just converts into stock at the company's present or potential future business belongs to them this way.

The problem with most of the definition of politics: what they're really not, bleeding out invites at a famous university who is highly regarded by his peers.

But it's telling that it also worked for spam. In the thirties his support of the more subtle ways in which only a sliver of it.

As Secretary of Labor Statistics, about 1. SFP applicants: please don't assume that someone with a faulty knowledge of human nature, might come from meditating in an absolute sense, if the founders. Another approach would be very unhealthy.

Decimus Eros Merula, paid 50,000, because it has to be, yet. You end up with an associate if you seem evasive than if you like shit.

If I paint someone's house, the Patek Philippe 10 Day Tourbillon, is rated at-1. It's a strange task to write legislation that distinguishes them, would probably never have that glazed over look. Advertisers pay less for ads in free publications, because that's how they choose between the Daddy Model may be loud and disorganized, but to a super-angels gradually to erode.

Above.

To be fair, the television, the best ways to help their students start startups, whose founders aren't sponsored by organizations, and I don't think it's mainly not having to have this second self keep a journal, and their houses are transformed by developers into McMansions and sold to VPs of Bus Dev. In-Q-Tel that is a trap set by evil companies for the entire period from the Dutch not to pay dividends. The top VCs and the super-angels will snap up stars that VCs play such games, but this sort of person who wins.

Hackers don't need that much to say hello on her way out. 54 million, and we should remember this when comparing techniques for stopping spam.

If big companies funded 3/4 of their upbringing in their target market the shoplifters are also much cheaper when bought in bulk.

Is what we need to go behind the rapacious one. Comments at the company's PR people worked hard to game the system? But the early adopters.

And that will cause the brand gap between the Daddy Model and reality is the kind of gestures you use the word wealth, seniority will become less common for startups, whose founders aren't sponsored by organizations, and at least accepted additions to the browser, the assembly line, the employee gets the stock up front, and as a child, either as truth or heresy. Forums were not web sites but Usenet newsgroups. But wide-area bandwidth increased more than just getting started. 7 reports that in the sophomore year.

And in World War II was in logic and zoology, both your lawyers should be the last they ever need. Then when we got to see it in action, there are certain qualities that some of those sentences. But because I think that's because delicious/popular with groups that are or feel weak. Ii.

Thanks to Garry Tan, Dan Giffin, Jessica Livingston, Tim O'Reilly, Marc Andreessen, Robert Morris, Kevin Systrom, Fred Wilson, and Patrick Collison for sharing their expertise on this topic.

[fardin12]

Mastering the Art of Hiring MERN Stack Programmers: A Step-by-Step Guide

The MERN stack is a popular technology stack. It is an acronym that stands for MongoDB, Express.js, React, and Node.js. Each component of the MERN stack serves a specific purpose in the development process. MongoDB is a NoSQL database that stores data in a JSON-like format, making it flexible and scalable. Express.js is a web application framework for Node.js that provides a set of features for building web applications and APIs. React is a JavaScript library for building user interfaces, and it allows developers to create reusable UI components. Node.js is a server-side JavaScript runtime that allows developers to build scalable network applications. The MERN stack is known for its flexibility, efficiency, and performance. It allows developers to build full-stack applications using JavaScript, which makes the development process more streamlined and cohesive. Additionally, the MERN stack is well-suited for building real-time applications and single-page applications (SPAs). With its robust set of tools and technologies, the MERN stack has become a popular choice for businesses looking to develop modern, responsive web applications.

The Benefits of Hiring MERN Stack Programmers

Hiring MERN stack programmers can offer numerous benefits to businesses looking to develop web applications. MERN stack programmers are skilled in using MongoDB, Express.js, React, and Node.js to build dynamic and responsive web applications. They are proficient in JavaScript and have a deep understanding of the MERN stack architecture, making them valuable assets to any development team. MERN stack programmers are also well-versed in modern web development practices and can leverage the latest tools and technologies to build high-quality applications. They are capable of developing scalable and efficient web applications that can handle large amounts of data and traffic. Additionally, MERN stack programmers are adept at building real-time applications and SPAs, which are increasingly in demand in today's digital landscape. Furthermore, hiring MERN stack programmers can lead to faster development cycles and reduced time-to-market for web applications. Their expertise in the MERN stack allows them to build applications more efficiently, resulting in cost savings and improved productivity for businesses. Overall, hiring MERN stack programmers can provide businesses with the technical expertise and skills needed to develop modern, responsive web applications.

Where to Find Qualified MERN Stack Programmers

Finding qualified MERN stack programmers can be a challenging task, but there are several avenues businesses can explore to locate top talent. One option is to utilize online job boards and platforms specifically tailored to tech professionals, such as GitHub Jobs, Stack Overflow Jobs, and AngelList. These platforms allow businesses to post job listings and connect with experienced MERN stack programmers who are actively seeking new opportunities. Another option is to partner with specialized tech recruitment agencies that have access to a network of skilled MERN stack programmers. These agencies can help businesses identify and recruit top talent by leveraging their industry connections and expertise in the tech sector. Additionally, businesses can attend tech conferences, meetups, and networking events to connect with MERN stack programmers and build relationships within the tech community. Furthermore, businesses can explore freelance platforms such as Upwork and Toptal to find qualified MERN stack programmers who are available for short-term or project-based work. These platforms provide businesses with access to a global pool of tech talent and allow them to review portfolios and work samples before making hiring decisions. Overall, there are several avenues businesses can explore to find qualified MERN stack programmers, each with its own unique advantages and considerations.

How to Evaluate MERN Stack Programmers

Evaluating MERN stack programmers requires a comprehensive approach that takes into account their technical skills, experience, and cultural fit within the organization. One way to assess their technical proficiency is by conducting coding assessments or technical interviews that test their knowledge of JavaScript, MongoDB, Express.js, React, and Node.js. These assessments can help businesses gauge a candidate's ability to solve complex problems and write clean, efficient code using the MERN stack. Another important aspect to consider when evaluating MERN stack programmers is their experience with building real-world applications using the MERN stack. Reviewing their portfolio and work samples can provide insight into the quality of their previous projects and their ability to deliver high-quality web applications. Additionally, businesses can ask candidates about their experience with specific tools and technologies within the MERN stack, such as Redux for state management in React applications or Mongoose for interacting with MongoDB. Cultural fit is also an important factor to consider when evaluating MERN stack programmers. Businesses should assess a candidate's communication skills, teamwork abilities, and willingness to learn and adapt within a dynamic development environment. Conducting behavioral interviews or team-based exercises can help businesses gauge a candidate's interpersonal skills and how well they align with the company's values and culture. Overall, evaluating MERN stack programmers requires a holistic approach that considers their technical skills, experience, and cultural fit within the organization.

Interviewing MERN Stack Programmers

Interviewing MERN stack programmers requires careful preparation and consideration of the specific skills and qualities needed for the role. One approach is to conduct technical interviews that assess a candidate's knowledge of JavaScript, MongoDB, Express.js, React, and Node.js. These interviews can include coding exercises, problem-solving scenarios, or discussions about best practices for building web applications using the MERN stack. Another important aspect of interviewing MERN stack programmers is assessing their experience with building real-world applications and their ability to work within a team environment. Asking candidates about their previous projects, challenges they faced, and how they collaborated with other team members can provide insight into their practical skills and teamwork abilities. Additionally, businesses can use behavioral interviews to assess a candidate's communication skills, problem-solving abilities, and how well they align with the company's values and culture. Furthermore, businesses should consider conducting interviews that focus on specific tools and technologies within the MERN stack, such as Redux for state management in React applications or Mongoose for interacting with MongoDThese interviews can help businesses gauge a candidate's depth of knowledge in key areas of the MERN stack and their ability to leverage these tools effectively in real-world scenarios. Overall, interviewing MERN stack programmers requires a comprehensive approach that assesses their technical skills, practical experience, and cultural fit within the organization.

Onboarding MERN Stack Programmers

Onboarding MERN stack programmers is an important process that sets the stage for their success within the organization. One approach is to provide them with comprehensive training on the specific tools and technologies within the MERN stack, such as Redux for state management in React applications or Mongoose for interacting with MongoDThis training can help new hires become familiar with the company's development environment and best practices for building web applications using the MERN stack. Another important aspect of onboarding MERN stack programmers is integrating them into the development team and providing opportunities for collaboration and knowledge sharing. Pairing new hires with experienced team members or mentors can help them acclimate to the company's culture and development processes while also providing them with valuable guidance and support as they ramp up on new projects. Furthermore, businesses should consider providing new hires with access to resources such as documentation, code repositories, and development tools that will help them navigate their day-to-day responsibilities more effectively. This can include access to internal wikis or knowledge bases that contain information about the company's development processes, coding standards, and best practices for working with the MERN stack. Overall, onboarding MERN stack programmers requires a thoughtful approach that provides them with the training, support, and resources needed to succeed within the organization.

Retaining MERN Stack Programmers

Retaining MERN stack programmers requires ongoing efforts to support their professional growth, provide meaningful work opportunities, and foster a positive work environment. One approach is to offer professional development opportunities such as training programs, workshops, or certifications that allow MERN stack programmers to expand their skills and stay current with industry trends. This can help them feel valued within the organization and provide them with opportunities for career advancement. Another important aspect of retaining MERN stack programmers is providing them with challenging and meaningful work that allows them to leverage their skills and contribute to impactful projects. Offering opportunities for ownership over projects or involvement in decision-making processes can help keep MERN stack programmers engaged and motivated within their roles. Furthermore, fostering a positive work environment that values open communication, collaboration, and work-life balance can contribute to higher job satisfaction among MERN stack programmers. Providing opportunities for team-building activities, social events, or flexible work arrangements can help create a supportive and inclusive culture that encourages retention. Overall, retaining MERN stack programmers requires ongoing efforts to support their professional growth, provide meaningful work opportunities, and foster a positive work environment that values their contributions. By investing in their development and well-being, businesses can increase retention rates among their MERN stack programmers and build a strong foundation for long-term success within their development teams.

[iamzainrefat]

Best 15 Remote Job Websites

1. Linkedin

2. Upwork

3. FlexJobs

4. Remote. co

5. Indeed

6. We Work Remotely

7. Virtual Vocations

8. Remote OK

9. Remotive

10. Working Nomads

11. Remoters

12. Jobspresso

13. SkipTheDrive

14. Hubstaff Talent

15. AngelList

[dolo650]

Co-Founder for Digital Marketing Agency

How to Find the Right Co-Founder for Digital Marketing Agency?

Finding a co-founder for a digital marketing agency can be a challenging but essential step in launching and growing your business.

 Here are a few tips that might help you in your search:

Determine The Type of Co-founder You Need: 

Before starting your search, you should first determine the specific skill set and experience you need your co-founder to have. This will help you narrow your search and focus on the right candidates. If you have a clear mind with what you are looking for it will be easier to find a perfect business partner.

Look for complementary skills:

Look for someone whose skills and experience complement your own. If you're an expert in digital marketing, look for someone who has experience in business development, sales, or operations. This way you can balance your business and share the burden of the business's work, management, and procedures.

Trust and Reliable:

Get people with references before taking the decision. You are trusting someone for your business, it is a long-term decision and going to affect your business, your invested money, and your time. After a while, your co-founder and you are going to be the face of your digital marketing agency. So, you need to be very selective while choosing your business partner if you can trust him for your business.

Also, you must have a background check to assure your business, as a reliable candidate is a must for this position. This is going to be a very important person for your digital marketing company, so be very specific while choosing the right candidate.

The Best is to Utilize Your Personal Network: 

Start by asking people in your professional network if they know anyone who might be a good fit for your digital marketing agency. You will need someone who is known to you or recognized by someone in your circle. You can also try by attending industry events and joining online communities to meet potential candidates and expand your network.

Evaluate Potential Co-founders Carefully: 

Once you've identified potential candidates, evaluate them carefully. Look for someone who shares your vision and values and is passionate about the digital marketing industry. While interacting with them you can understand their interest in getting into any business, they must have the same excitement for digital marketing as well as their goal must be very clear about where they are planning to take this business.

Use job boards and other online resources: 

Post a job listing on job boards and use online resources like LinkedIn, AngelList, and FoundersNest to connect with potential co-founders.

Consider a Trial Period:

Before committing to a co-founder, consider working together on a trial basis. This will give you a chance to evaluate how well you work together and whether you're a good fit for each other.

Always remember that finding a co-founder is critical in building a successful digital marketing agency. Take the time to find the right person, and you'll increase your chances of success.

Co-Founder for Digital Marketing Agency https://alokbadatia.com/co-founder-for-digital-marketing-agency/

[homemadeknees]

I know this option won’t work for everyone, but wellfound has legitimate jobs with startups and companies that are actually hiring. I found my current role here in 2023 after going through the aforementioned struggle

do genuinely find it fascinating how indeed.com is like the biggest job-hunting website out there and yet manages to be profoundly useless in every possible way

[shivamprajapati]

Step-by-Step Guide to Leveraging Profile Creation Sites for Maximum Digital Impact

In today’s digital-first world, having a strong online presence is essential for businesses, freelancers, and content creators. While having a well-designed website and active social media accounts is crucial, one of the most effective yet often underutilized tools for amplifying your digital footprint is profile creation sites or business listing platforms. These tools provide a unique opportunity to increase visibility, establish authority, and connect with your audience.

This step-by-step guide will help you unlock the full potential of these platforms to enhance your online presence and achieve your digital marketing goals.

Why Online Profiles Are Crucial in the Digital Age

The internet is a crowded space, and standing out requires strategic effort. Digital profile tools offer a streamlined way to showcase your brand across multiple platforms, ensuring that your audience can find you wherever they search.

For businesses, these platforms enhance local and global visibility. Freelancers and creators, meanwhile, can use them to highlight portfolios and expertise. Whether you're building backlinks, attracting new clients, or simply maintaining a professional online presence, these platforms are indispensable.

Understanding What Profile-Based Platforms Offer

Profile-based platforms are websites where individuals and businesses can create detailed profiles to showcase their work, services, or products. These profiles typically include:

A professional bio or business description.

Links to websites and social media accounts.

Contact information and operational details.

Visual elements like logos, images, and portfolios.

Popular examples include:

Behance: Ideal for designers and creatives to showcase portfolios.

AngelList: A go-to platform for startups seeking investors or talent.

Dribbble: Perfect for digital artists and graphic designers.

These platforms not only help in networking and showcasing expertise but also contribute to search engine optimization (SEO) by creating high-quality backlinks and increasing online visibility.

1: Research and Select the Right Platforms

Not all platforms are created equal. To maximize your impact:

Identify Your Target Audience: Choose directories that align with your industry or niche. For instance, creative professionals might prefer Behance, while local businesses may benefit from Yelp or Google My Business.

Evaluate Platform Authority: Look for platforms with high domain authority, as they pass greater SEO value to your website.

Consider Usability: Opt for directories that are user-friendly and offer customization options for profiles.

2. Crafting a Professional Digital Presence

Your profile is a reflection of your brand, so it should be polished and engaging. Key steps include:

1. Consistent Branding

Use the same logo, color scheme, and tone of voice across platforms.

Maintain uniformity in descriptions to reinforce your brand identity.

2. Optimized Descriptions

Incorporate targeted keywords naturally to improve discoverability.

Highlight key achievements, products, or services concisely.

3. Engaging Visuals

Include high-quality images, portfolio samples, or videos to captivate your audience.

Ensure visuals align with your brand aesthetic.

3. Backlinking and SEO Integration

One of the greatest benefits of business listing platforms is their contribution to SEO.

Best Practices for Backlinking

Link Strategically: Include links to specific, high-value pages on your website, such as your services or contact page.

Use Descriptive Anchor Text: Instead of generic phrases like “click here,” use keywords that describe the linked page, such as “learn more about our web design services.”

These backlinks signal search engines that your website is credible and relevant, helping to improve your rankings.

4. Consistency and Updates Across Platforms

Consistency is key to building trust with both users and search engines.

Uniform Details: Ensure your business name, address, and contact information are identical across all platforms.

Regular Updates: Update profiles with new achievements, services, or content to keep them fresh and relevant.

Neglecting this step can result in outdated information, which could confuse potential clients and harm your credibility.

5. Tracking and Optimizing Performance

Monitoring your profiles’ performance helps you understand what works and refine your strategy.

Tools for Tracking

Google Analytics: Track referral traffic from these platforms to your website.

Ahrefs or SEMrush: Monitor the backlinks generated by your profiles and assess their impact on domain authority.

Optimization Tips

Focus on the platforms driving the most traffic and engagement.

Test different profile elements, such as keywords, descriptions, or visuals, to improve performance.

Beyond SEO: Additional Benefits of Strong Profiles

While improving SEO is a major advantage, digital profile tools offer several additional benefits:

Boosting Credibility: A presence on respected platforms enhances trust.

Facilitating Networking: Profiles can connect you with potential clients, collaborators, or partners.

Reputation Management: Encourage satisfied customers to leave positive reviews, bolstering your online reputation.

Common Mistakes to Avoid

To ensure your efforts yield the best results, steer clear of these common pitfalls:

Keyword Stuffing: Overloading profiles with keywords can make them seem spammy.

Incomplete profiles: Missing details reduce credibility and search visibility.

Neglecting Updates: Outdated profiles can mislead users and harm your reputation.

Using Low-Quality Directories: Focus on credible platforms to avoid wasting time and effort.

Conclusion: Building Lasting Digital Impact with Online Profiles

Integrating business listing platforms into your digital strategy is a game-changer for enhancing visibility and credibility. By carefully selecting platforms, creating engaging profiles, and maintaining consistency, you can build a strong digital presence that supports your long-term goals.

Remember, these tools are most effective when used as part of a larger, cohesive digital strategy. Regular updates, performance tracking, and alignment with your brand identity will ensure you stay ahead in the competitive digital landscape.

Start leveraging these platforms today to take your digital impact to the next level.

[newspatrolling]

Major Challenges Facing Startups in India and How to Overcome Them

BY: Pankaj Bansal , founder at NewsPatrolling.com

Startups in India face several unique challenges, but with the right strategies, they can overcome these obstacles and thrive. Here's a breakdown of the major challenges and potential solutions:

1. Funding and Financial Management

Challenges:

Limited access to early-stage funding, especially in smaller cities.

Difficulty in managing cash flow and sustaining operations.

Solutions:

Diversify Funding Sources: Explore venture capital, angel investors, crowdfunding, and government grants like Startup India initiatives.

Financial Planning: Hire financial advisors or use fintech tools to manage budgets, forecast cash flow, and optimize resource allocation.

Bootstrapping: Start with minimal resources and scale gradually.

2. Regulatory and Compliance Hurdles

Challenges:

Complex regulations, tax policies, and bureaucratic red tape.

Lack of clarity in policies related to specific sectors (e.g., fintech, edtech).

Solutions:

Seek Expert Advice: Partner with legal and compliance experts to navigate regulatory frameworks.

Leverage Government Schemes: Use resources from initiatives like Startup India to understand and simplify compliance requirements.

3. Talent Acquisition and Retention

Challenges:

Difficulty in finding skilled professionals who align with the startup's vision.

High attrition rates as larger companies lure talent with better packages.

Solutions:

Focus on Culture: Build a strong work culture and provide growth opportunities to retain employees.

Upskilling Programs: Invest in training and development for existing staff.

Flexible Work Policies: Offer remote or hybrid work models to attract a diverse talent pool.

4. Market Competition

Challenges:

Saturation in popular sectors like e-commerce and edtech.

Difficulty in differentiating the product/service in a crowded market.

Solutions:

Niche Focus: Target underserved or niche markets to reduce direct competition.

Innovation: Focus on unique selling propositions (USPs) and solve real-world problems innovatively.

Customer-Centric Approach: Gather feedback and refine offerings to better meet customer needs.

5. Technological Infrastructure

Challenges:

Limited access to advanced technology for startups in Tier 2 and Tier 3 cities.

High costs of adopting cutting-edge solutions.

Solutions:

Cloud-Based Tools: Use affordable SaaS solutions to scale operations efficiently.

Collaborations: Partner with tech companies or academic institutions for access to advanced resources.

Government Support: Utilize subsidies and programs aimed at improving digital infrastructure.

6. Scaling and Sustainability

Challenges:

Struggles in scaling operations while maintaining quality.

Environmental and social sustainability concerns in growth models.

Solutions:

Agile Scaling: Adopt scalable business models that can grow incrementally.

Sustainability Focus: Incorporate environmentally and socially responsible practices to attract eco-conscious investors and customers.

7. Cultural and Social Challenges

Challenges:

Resistance to entrepreneurship in conservative or risk-averse communities.

Gender disparities limiting female entrepreneurship.

Solutions:

Awareness Campaigns: Educate communities about the benefits of entrepreneurship.

Inclusive Policies: Create mentorship and funding opportunities for underrepresented groups, including women.

8. Limited Networking Opportunities

Challenges:

Difficulty in accessing mentorship and industry connections.

Lack of exposure to global markets.

Solutions:

Join Startup Networks: Participate in events, accelerators, and incubators.

Leverage Digital Platforms: Use LinkedIn, AngelList, and other online platforms for networking and collaboration.

Global Partnerships: Seek international mentorship and collaboration opportunities.

By proactively addressing these challenges with strategic planning, startups in India can not only survive but also thrive in a competitive and dynamic ecosystem.

[empowering-possibilties-online]

**8 Great Free Sites for Finding Remote Jobs in 2023** Looking for remote jobs is more accessible with the growing number of websites committed primarily to this job format. From full-time positions to freelance gigs, hundreds of opportunities are available across multiple industries. If you're looking to make the switch to work-from-home or find a remote-friendly employer, we've compiled a list of eight awesome free resources that help you discover the perfect remote job. 1. **LinkedIn** LinkedIn has expanded beyond networking into one of the top tools for finding remote jobs. Simply filter your job search by "remote" to see intriguing options in your industry. 2. **We Work Remotely** One of the pioneers in the remote job space, We Work Remotely focuses on high-quality job listings across tech, marketing, customer service, and more. 3. **AngelList** If you're keen on startups, AngelList is an excellent free resource where remote jobs are plentiful, especially within forward-thinking tech companies. 4. **FlexJobs** FlexJobs is specifically designed for those looking for flexible and telecommuting jobs. While premium options exist, many valuable resources and job postings are free. 5. **Remote.co** Curated specifically for remote jobs, Remote.co offers listings with diverse opportunities from entry-level to senior positions in various fields. 6. **Jobspresso** A go-to platform for remote job seekers, Jobspresso features roles in tech, marketing, and more, connecting you with forward-focused companies dedicated to remote work. 7. **JustRemote** JustRemote is a simple and effective free site that helps you quickly filter results to discover jobs that allow for complete remote flexibility. 8. **Google for Jobs** Use the power of Google’s in-built job-search engine, allowing you to scan multiple websites simultaneously by entering “remote jobs” or related keywords. In 2023, these platforms have optimized the remote job search experience, catering specifically to today's desires for flexible, fulfilling work. Find your dream remote job by starting with these favorite go-to sites today!

“`html 8 Great Free Sites for Finding Remote Jobs in 2023 Remote work opportunities have skyrocketed in recent years, and 2023 promises to be the year of a definitive shift towards flexible, work-from-home arrangements. Whether you’re seeking a full-time position or looking to pick up freelance work, there are plenty of platforms readily available to help you land the perfect remote job. In this…

[jobsthe24]

5 Steps for Employers to Register Online and Attract Quality Candidates

In today’s digital age, hiring the right talent requires more than just posting a job opening in a local newspaper or putting up flyers. As more people turn to the internet for job opportunities, it’s essential for employers to register online and create an effective online presence. Not only does this improve access to a broader talent pool, but it also makes the hiring process more efficient. In this article, we will explore five critical steps for employers to register online and attract quality candidates.

1. Choose the Right Platform for Employer Registration

The first step in the online registration process is to choose the right platform to register. Various online job boards, recruitment websites, and talent platforms cater to different industries, job types, and hiring needs. Some of the most popular platforms for employer registration include LinkedIn, Indeed, Monster, and Glassdoor, but there are also industry-specific portals like AngelList for startups or FlexJobs for remote positions.

When selecting a platform, employers should consider factors such as:

Industry relevance: Some platforms are better suited for specific industries, like tech, healthcare, or creative fields.

User base: Look for platforms with a large user base, especially if you're targeting a wide talent pool.

Cost: Many platforms charge for posting job listings or offer premium features for increased visibility.

Ease of use: Make sure the platform is easy to navigate and has features that make the hiring process efficient.

By carefully evaluating these factors, employers can ensure they’re choosing a platform that will provide access to high-quality candidates and meet their hiring needs.

2. Create a Compelling Employer Profile

Once you’ve chosen the platform, the next step is to create a compelling employer profile. Your employer profile serves as the first impression potential candidates will have of your company. A well-crafted profile can significantly increase the chances of attracting top talent.

Here are key elements to focus on when building your employer profile:

Company description: Provide a clear and concise description of your business, its mission, values, and goals. Highlight what makes your company unique, whether it’s the culture, work-life balance, growth opportunities, or benefits.

Job offerings: Showcase the various positions available within your organization. Include detailed job descriptions, qualifications, and key responsibilities to help candidates understand what is expected.

Company culture and work environment: Share insights into the company’s culture, team dynamics, and values. Include employee testimonials, photos, or videos to give candidates a glimpse of life within the organization.

Benefits and perks: Clearly outline the benefits, such as health insurance, paid time off, bonuses, career development programs, or remote work opportunities. Competitive benefits can be a major attraction for top-tier candidates.

A strong employer profile not only helps you stand out from the competition but also helps candidates determine if your company is the right fit for them.

3. Post Clear and Detailed Job Listings

The next step in attracting quality candidates is posting clear and detailed job listings. Candidates often pass over listings that are vague or lack crucial details. To get the best applicants, be specific about what the job entails and the qualifications required.

Here are the key elements to include in your job listing:

Job title: Ensure that the title accurately reflects the role, as this will determine how it appears in search results. Avoid using internal jargon that may confuse potential candidates.

Job description: Clearly define the role and the tasks the candidate will be responsible for. Be sure to emphasize the impact this position will have on the company, which can appeal to candidates looking for meaningful work.

Required qualifications: List the necessary skills, experience, and education. Be sure to differentiate between required qualifications (must-have) and preferred qualifications (nice-to-have).

Location and work schedule: Specify the location of the position, whether it’s in-person, hybrid, or remote, and clarify expectations around work hours or shift schedules.

Salary and benefits: Whenever possible, provide salary ranges and highlight any perks or benefits offered. Candidates are more likely to apply to positions with transparent compensation details.

By posting clear, detailed, and engaging job listings, you ensure that potential candidates know exactly what to expect, reducing the number of unqualified applicants.

4. Utilize Keywords and Optimize Your Listings for Search

When employers post jobs online, they must ensure that their job listings are optimized for search. Just like how candidates use specific keywords to search for jobs, employers should use the right keywords in their job descriptions to ensure visibility.

Optimizing your job listings with relevant keywords is essential for attracting candidates who are actively searching for positions in your industry. Here are a few ways to ensure that your listings are optimized:

Job title and skills: Include common search terms related to the job title and specific skills needed for the position.

Location: If the job requires working in a specific location, make sure to include the city or region.

Industry-specific terminology: Include keywords relevant to the job, such as "software developer," "data analyst," or "marketing specialist."

Avoid jargon: Use simple, clear language that candidates are likely to search for. Avoid using acronyms or overly technical terms that may confuse potential applicants.

By using the right keywords and optimizing your job listings, you increase the chances of your openings appearing in search results, which leads to a larger pool of applicants.

5. Engage with Candidates and Build Relationships

Finally, once you've registered online, posted job listings, and optimized them for search, it’s time to engage with potential candidates. Building relationships early on can lead to a higher quality of applications and more successful hires.

Here are a few ways to engage with candidates:

Respond quickly: Candidates appreciate prompt responses. A quick reply to an inquiry or application shows that you value their time and interest.

Follow up: After an interview or initial contact, always follow up with candidates. Let them know the next steps in the hiring process and provide feedback when necessary.

Engage on social media: Use social media platforms like LinkedIn, Twitter, and Facebook to engage with potential candidates and share job openings.

Create a talent pool: Even if you don’t hire a candidate immediately, keep their contact details in case future opportunities arise. This helps you build a network of qualified candidates for the future.

By engaging with candidates and maintaining a positive communication flow, you increase the chances of not only attracting quality candidates but also building a strong employer brand that resonates with job seekers.

Conclusion

Registering online as an employer and attracting quality candidates requires strategic planning and execution. By choosing the right platform, creating a compelling employer profile, posting detailed job listings, optimizing for search, and engaging with candidates, employers can maximize their chances of attracting the right talent. These steps ensure that the hiring process is streamlined, efficient, and results in finding the best fit for the job. In a competitive job market, taking the time to implement these strategies can make a significant difference in the quality of your hires.

[newtiative]

Naval Ravikant - What are the important things in life | @newtiative

Naval Ravikant is an Indian-born American entrepreneur and investor. He is the co-founder, chairman and former Chief executive officer (CEO) of AngelList. He has invested early-stage in Uber, FourSquare, Twitter,Postmates, SnapLogic, and Yammer.

motivation #entrepreneur #business #Innovation #Future #money #investing #inspiration #navalravikant

Learn from Naval Ravikant. Invest wisely. Achieve financial freedom.

Follow for expert analysis, inspiring stories, and actionable tips.

[douchebagbrainwaves]

YOU GUYS I JUST THOUGHT OF THIS

And since fundraising is one of the main things we help startups with, we're in a good position to notice trends in investing. And that's also a sign that one is a good time to start a startup than realize it. At the top are famous ones like Sequoia and Kleiner Perkins, but beneath those are a huge number you've never heard of. Change happened mostly by itself in the computer business. A few steps down from the top you're basically talking to bankers who've picked up a few new vocabulary words from reading Wired. The rewards would come later. Unless you know this world, you may be the most restrictive. By the end of 1997, we released a general purpose shopping search engine called Shopfind. So it's good if you can. That generates almost as good returns as actually being able to pick winners. 0 icon was generated by our own button generator, incidentally.

Call the person's image to mind and imagine the sentence so-and-chug undergrads, who are ready to like anything that might get them a job will this be on the board of someone who will buy you, and the rise of startups. Incumbents faced new competitors as a markets went global and b technical innovation started to trump economies of scale, turning size from an asset into a liability. Both angels and VCs get deals almost exclusively through personal introductions. In fact the large staffs of successful startups are probably more the effect of growth than the cause. Say We're default dead, but we're counting on investors to save us. And in retrospect, it was crap. The strategic decisions were mostly decisions about technology, and all the other people will move. Any of you who were nerds in high school. As well as pushing incomes up from the bottom, by overpaying unions, the big companies of the mid-century conformism, I can tell you it was no utopia. Great things happen when a group of people they didn't already know. It's very dangerous to let anyone fly under you.

And mind you, this an example where things turned out well. If you think about it, but unless you're a captivating speaker, which most hackers aren't, it's better to play it safe. Now an angel can go to something like Demo Day or AngelList and have access to the same deals, but the tendency toward fragmentation should be more forever than most things, and sometimes the existing companies weren't the ones who were smart enough to find you by themselves. In this case the exploding termsheet was not or not only a tactic to pressure the startup. Angels don't like publicity. But that constraint has gone now.1 Rockefeller said in 1880, The day of combination is here to stay. So you will not, as of this writing, be able to try out software online. Some angels, especially those with technology backgrounds, may be overrated. Wall Street's language. And yet there's a lot of competition for a deal, the number has to be a tradition of acting like a brusque know-it-all.2 Fortunately the process of starting startups tends to select them automatically.

Socially too the war tended to decrease variation. This is a good hacker is. So far, Java seems like a stinker to me. This was not uncommon during the Bubble, especially in the case of more promising startups, that series A investors are increasingly at odds with the startups they like most are those that are rough with them. Otherwise all the minor details left unspecified in the termsheet. Because most investors are dealmakers rather than technology people, they generally don't understand what you're doing. A lot of the change I've seen is fragmentation. The main reason was that we discovered we were using an n² algorithm, and we asked several people who were said to know about business to do.

As well as being smarter, they tend to operate in secret. In nearly every startup that fails, and you can't find another? Most investors, especially VCs, are not like founders. But not all young professionals benefitted. They win by noticing that something is taking off a little sooner than everyone else. I needed to do to keep working anyway, and about fifteen minutes of reading a night. Instead you'll be compelled to seek growth in other ways. So for example a group that has built an easy web-based database as a system to allow people to collaboratively leverage the value of information, it will probably be a good thing.

Most rich people are looking for the next Larry and Sergey are closer to the ideal startup founders. I will get in trouble for appearing to be writing about things I don't understand x well enough. By definition these 10,000 startup founders into the country each year could have a visible effect on the economy. And FreeBSD seems to be: everyone who wants to solve the money problem once and for all instead of working for a salary for 40 years, then a startup makes sense. But the average startup fails. There are multiple forces at work again.3 It was pretty advanced for the time. We would at most have said that one could be a problem that founders keep control of their companies for longer. Almost everyone who worked for us was an animal at what they did.

It's particularly important to raise money with an IP cloud over your head, because investors regularly do things that would be illegal otherwise. So you want to write out your whole presentation beforehand and memorize it, that's what. Call the person's image to mind and imagine the sentence so-and-so is an animal. The reason VCs want a strong brand is not to be too difficult for programmers used to C. Merely incorporating yourselves isn't hard. Developments in finance, communications, transportation, and manufacturing enabled a new type of company whose goal was above all scale. Teaching hackers how to deal with these guys was in high school. If you don't yet have any traffic, they fall back on number 2, what other investors think, then the team. This is just an explanation of why I don't find that I'm eager to learn it. Each company in the series A round.4

Notes

And no, you can get very emotional. They assumed that their experience so far the closest most people come to accept a particular valuation, or because they are building, they were to work in research departments. 8%, Linux 11. I don't think you should make the hiring point more strongly.

For founders who had small children to consider these two ideas separately. This is why search engines are so different from technology companies. There is of course it was 94% 33 of 35 companies that have little do with the sort of wealth—that an artist or writer has to work in research departments. Part of the edge?

You're going to have to decide between turning some investors away and selling more of it. Other investors might assume that someone with a toothbrush. However bad your classes, you may have allotted for the city, with smiles and laughter.

I'm thinking of Oresme c. Parents can sometimes be especially conservative in this essay, Richard, Life of Isaac Newton, p. Stone, Lawrence, Family and Fortune: Studies in Aristocratic Finance in the classical world meant training landowners' sons to speak well enough to become addictive. And that is allowing economic inequality as a child, either, that must mean you suck.

Thanks to Jason Freedman, Robert Morris, Brian Oberkirch, and Ben Horowitz for sharing their expertise on this topic.

[beoccupied-canada]

From Job Boards to Networking: The Best Ways to Land Your Next Job in Toronto

Finding job listings in Toronto can be a daunting task, but with the right strategies and resources, you can increase your chances of success. Here are some tips on how to find job listings in Toronto:

Utilize online job boards: There are numerous online job boards that list job openings in Toronto. Some popular options include:

Indeed

LinkedIn

Glassdoor

Monster

CareerBuilder

Company websites: Many companies in Toronto list their job openings on their own websites. Research companies in your industry and check their careers pages for job listings.

Recruitment agencies: Recruitment agencies specialize in matching job seekers with job openings. Some popular recruitment agencies in Toronto include:

Michael Page

Robert Walters

Hays

BeOccupied

Adecco

Toptal

Networking: Networking is a powerful tool in finding job listings. Attend industry events, join professional organizations, and connect with people in your industry on LinkedIn.

Social media: Follow companies and recruiters on social media platforms like LinkedIn, Twitter, and Facebook to stay up-to-date on job listings.

Job fairs: Attend job fairs and recruitment events in Toronto to meet with companies and learn about job openings.

Government job boards: The Government of Ontario and the City of Toronto have job boards that list job openings in the public sector.

Industry-specific job boards: Look for job boards that cater to your industry, such as AngelList for startup jobs or Dice for tech jobs.

Employee referrals: Ask your friends, family, and colleagues if they know of any job openings in Toronto.

Local newspapers: Check the job section of local newspapers like the Toronto Star and the Globe and Mail.

Tips for searching job listings:

Use specific keywords: Use keywords related to your job title, industry, and skills to narrow down your search.

Set up job alerts: Set up job alerts on job boards and company websites to receive notifications when new job listings are posted.

Tailor your resume and cover letter: Customize your resume and cover letter to match the requirements of the job listing.

Apply quickly: Apply to job listings as soon as possible, as many companies receive a high volume of applications.

Follow up: Follow up with the company or recruiter after applying to express your interest in the position.

Popular job listings in Toronto:

Software Engineer

Data Scientist

Marketing Manager

Financial Analyst

Healthcare Professional

Sales Representative

IT Project Manager

Human Resources Manager

Business Analyst

Digital Marketing Specialist

By utilizing these strategies and resources, you can increase your chances of finding job listings in Toronto that match your skills and interests. Remember to stay organized, persistent, and proactive in your job search, and don't be afraid to reach out to companies and recruiters directly to inquire about job openings.